Kyle Richards’ Post

In the world of health tech, many believe that hiring the right software engineers is just about technical skills. But the truth is, cultural fit is equally important. When teams clash, projects fail. Imagine a startup that had a brilliant product idea but struggled to launch because the engineers didnt mesh with the company culture. They faced constant miscommunication and frustration. The solution? Prioritize cultural alignment during the hiring process. This means looking beyond resumes and coding tests. Engage candidates in team activities. Ask about their values and work styles. Create a hiring process that reflects your company culture. By doing this, you build a cohesive team that collaborates effectively. The benefits are clear: - Improved team morale - Faster project completion - Higher quality products - Reduced turnover rates When everyone is on the same page, innovation thrives. As Steve Jobs once said, Great things in business are never done by one person; theyre done by a team of people. Investing in cultural fit pays off in the long run. Are you ready to rethink your hiring strategy? #HealthTech #SoftwareEngineering #TeamCulture #Hiring #StartupSuccess

🏃♂️ Keep Pushing - Don't Pause Hiring! 🚀 With Thanksgiving and Christmas fast approaching, it's tempting to ease up on hiring. But trust me, keeping that momentum can pay dividends! Now is actually the perfect time to focus on hiring. The quieter periods give you a chance to scout top Embedded Software Engineering talent without heavy competition. Plus, starting strong in the New Year means having your A-Team ready to hit the ground running! 💥 Remember, top talent doesn't wait around.... especially in the contract market. By maintaining your hiring drive, you ensure you're not starting from square one in January. This approach sets you up for success and shows potential candidates that you're serious about growth, even during the holidays. Have you noticed any other advantages in year-end hiring? #HiringTips #Embedded #Software #Recruitment

Hiring great software engineers isn't a numbers game. It's a soul-crushing, lonely fight. Finding the right talent feels impossible. The market is flooded. We desperately need a better way. We must stop the madness. My team and I were drowning. We were months behind schedule. Our last product launch failed. It was devastating. We lost key team members. Morale plummeted. We were close to giving up. The pressure was immense. Then, we changed our approach. We focused on cultural fit. We prioritized soft skills. Communication became key. We started interviewing differently. We made it personal. We asked about their passions. We listened to their stories. We looked for grit. We sought resilience. We found people who cared. They loved what they did. The results were incredible. Our team thrived. Our product launch soared. Success followed. * **Focus on values:** Align hiring with company culture. * **Prioritize soft skills:** Look beyond technical skills. * **Humanize the process:** Build personal connections. * **Invest in training:** Develop existing talent. * **Offer competitive compensation:** Attract top talent. The transformation was profound. It was life-changing. We finally built a high-performing team. Our products are amazing. Our customers are happy. We're proud of our work. Empathy is the key. It changes everything. The only place success comes before work is in the dictionary. - Vidal Sassoon What will you do to change your hiring process? #HealthTech #SoftwareEngineering #Hiring #CultureFit #TechTalent

Hiring Overseas Software Engineers? Let's Make Communication Easy We all know that hiring software engineers from overseas can be tricky. Communication barriers—like cultural differences, accents, time zones, and just not being on the same page—can end up costing you time, energy, and money. And if it goes wrong, it can really put you off from hiring overseas talent again. But that's where we come in. We're a team of three mid-senior engineers with experience at big companies like Amazon, Google, Microsoft, and Deloitte. We know the ins and outs of working with overseas developers and have cracked the code to make it work smoothly. We don’t just find skilled developers; we make sure they’re onboarded right and trained to follow a system that keeps communication clear and projects on track. Right now, we’re only looking to take on two more clients who fit our bandwidth. If you think we might be a good match, let’s chat! Book a free consultation call, and let’s see if we’re a good fit for each other. #overseas #remote #softwaredeveloper #outsourcing #softwareengineer

🚀 Are You Hiring Software Engineers? Let’s Connect! 🚀 In today’s fast-paced tech world, finding top software engineering talent is more challenging than ever. If you’re a tech company actively hiring and looking to strengthen your team, I’d love to support your hiring journey. We’re offering a unique opportunity for hiring managers and recruiters to connect with a network of skilled engineers ready to make an impact. From seasoned developers to promising new talent, our resources are here to help you find the right fit quickly and efficiently. 📩 Interested? Drop your email below or DM me, and I’ll share more details about how we can help streamline your hiring process and connect you with top candidates. Let’s bring the best talent to your team—together! #hiring #techrecruitment #softwareengineers #talentacquisition #opportunities #recruit

🤫✨Do you want to find out the secrets to hiring a founding engineer? Get in touch with Reece Pagett or comment 'Founding' to see the full guide 📖 #FoundingEngineer #Insights #WaveTalent

Hiring a Founding Engineer? Here's what you need to know 🚀 Over the past few months, I have been working closely with multiple start-ups to hire their Founding Engineering teams. I've also been conducting my own research from polls, speaking with founders, and running roundtables on founding teams. I've collated all of this information and research into a document to show what the data tells us, what candidates and founders think, and my own experience as to what I have seen in the market. This insights document covers: 👉🏻 Equity vs. Salary and Salary Benchmarking 👉🏻 Structuring Equity Packages for Founding Teams 👉🏻 Remote, Hybrid and On-site Working Expectations 👉🏻 Key Skills and Mindsets Valued in Founding Engineers 👉🏻 Navigating Industry Challenges and Talent Shortages Is this is relevant to you? Email me and I'll share the document with you: reece@wavetalent.co 👋

🚨🚨 Remote Opening: Forward Labs: Founding Product Engineer - Remote🚨🚨 Get your resume ready and click the link to apply today. Forward Labs: Founding Product Engineer - Remote https://ift.tt/GDthEc0 If you need a hand in getting prepared, I offer #resume services and #interview prep support. Click the link to book a slot on my Calendly before it fills up! https://ift.tt/NUDWPCh If you know someone who would fit the role, let's get THEM #hired. Tag them in the comments and share the post to your connections! *Note: I am not hiring or sourcing for this role. If you are interested in applying, please do so through the link in the post.

💡 Want to hire the best Software Engineers? After years of hiring great Senior Developers, here's 3 tips I've learned from the most successful hiring managers/companies I've worked with: 1️⃣ Hire for proactivity Don't focus so much on what they know - the tech's going to evolve anyway. You want people who're hungry! 2️⃣ Choose people who know what they want Ambition drives action. People with clear goals are far more likely to go and get them! 3️⃣ Find finishers This might be the hardest part – hiring people who finish things. They’re rare, but they’re worth their weight in gold! What principal do you follow? #SoftwareEngineering #SeniorDevelopers #TechHiring #HiringStrategy #hiring #Leadership

First professional jobs can be so tricky to get. It was hard even in 2021/2022 to be a first year software engineering grad. It’s 10x harder now. Teams constrained for resources/time tend to be more eager to focus senior level on time on achievement/output over mentorship. And mentoring a junior level person remotely is even harder.  If you’re a first year engineer, networking and showcasing your work are your two best friends. Employer friends, if you're hiring for a junior level spot, I hope you'll add it here for up & coming talent to find & apply!